Staffing is an important managerial function- Staffing function is the most important managerial act
along with planning, organizing, directing and controlling. The operations of these four functions
depend upon the manpower which is available through staffing function.
Staffing is a pervasive activity- As staffing function is carried out by all mangers and in all types of
concerns where business activities are carried out.
Staffing is a continuous activity- This is because staffing function continues throughout the life of an
organization due to the transfers and promotions that take place.
The basis of staffing function is efficient management of personnel’s- Human resources can be
efficiently managed by a system or proper procedure, that is, recruitment, selection, placement, training
and development, providing remuneration, etc.
Staffing helps in placing right men at the right job. It can be done effectively through proper
recruitment procedures and then finally selecting the most suitable candidate as per the job
requirements.
Staffing is performed by all managers depending upon the nature of business, size of the company,
qualifications and skills of managers, etc. In small companies, the top management generally performs
this function. In medium and small scale enterprise, it is performed especially by the personnel
department of that concern.
Staffing Process - Steps involved in Staffing
Manpower requirements-The very first step in staffing is to plan the manpower inventory required by
a concern in order to match them with the job requirements and demands. Therefore, it involves
forecasting and determining the future manpower needs of the concern.
Recruitment- Once the requirements are notified, the concern invites and solicits applications according
to the invitations made to the desirable candidates.
Selection- This is the screening step of staffing in which the solicited applications are screened out and
suitable candidates are appointed as per the requirements.
Orientation and Placement- Once screening takes place, the appointed candidates are made familiar to
the work units and work environment through the orientation programs. Placement takes place by
putting right man on the right job.
Training and Development- Training is a part of incentives given to the workers in order to develop
and grow them within the concern. Training is generally given according to the nature of activities and
scope of expansion in it. Along with it, the workers are developed by providing them extra benefits of
in-depth knowledge of their functional areas. Development also includes giving them key and important
jobs as a test or examination in order to analyses their performances.
Remuneration- It is a kind of compensation provided monetarily to the employees for their work
performances. This is given according to the nature of job- skilled or unskilled, physical or mental, etc.
Remuneration forms an important monetary incentive for the employees.
Performance Evaluation- In order to keep a track or record of the behavior, attitudes as well as
opinions of the workers towards their jobs. For this regular assessment is done to evaluate and supervise
different work units in a concern. It is basically concerning to know the development cycle and growth
patterns of the employees in a concern.
Promotion and transfer- Promotion is said to be a non- monetary incentive in which the worker is
shifted from a higher job demanding bigger responsibilities as well as shifting the workers and
transferring them to different work units and branches of the same organization.
